What I work on.
My work covers the full range of people and HR challenges — from building the right systems as you grow, to handling the situations that keep leaders up at night.
People & Organizational Design
Building the structures and systems that let people do their best work — and that hold up as the company grows or changes. This includes defining roles clearly, creating accountability structures that distribute leadership appropriately, and designing performance frameworks anchored to real expectations rather than manager intuition.
- Performance Management
- Org Design
- Job Architecture
- Workforce Planning
- HR Operations
- Career Pathing
- HR Team Development
Related work
Building People Infrastructure That Scales →Risk, Compliance & Employee Relations
Staying ahead of people-related risk through solid policies, thoughtful escalation frameworks, and consistent decision-making that holds up under scrutiny. This includes multi-state compliance, leave administration, investigations, and the employment law knowledge needed to make the right call when situations are ambiguous.
- Multi-State Compliance
- Employee Relations
- Workplace Investigations
- Leave Administration
- Policy Design
- FMLA · ADA · EEOC
- Termination Risk
Related work
LOA Administration, End to End →Leadership & Decision Support
Clear-headed, experienced support for leaders at moments where getting it right really matters. Whether that means coaching a senior leader through a sensitive employee situation, developing a management team that's been promoted faster than it's been prepared, or serving as a trusted thought partner when the stakes are high.
- Executive Coaching
- Manager Effectiveness
- Leadership Development
- Decision Support
- Performance Guidance
- Senior Alignment
Related work
When Your Best People Become Your Biggest Risk →Advisory & Fractional HR Leadership
Senior HR expertise without a full-time hire — a steady, trusted partner embedded in the work and available when things get complicated. This is the right fit for organizations that have outgrown informal people management but aren't ready to build a full internal HR function, or for those in transition who need senior leadership to bridge the gap.
- Strategic Advisory
- Fractional HR Leadership
- HR Audit
- Org Transitions
- Infrastructure Build-out
- HRIS Implementation
Related work
Building HR From the Ground Up →Let's talk about your situation.
The best way to figure out whether I can help is just to have a conversation. No formal intake required.